臺灣博碩士論文加值系統

近來職場靈性受到重視，最主要原因與現今劇烈變動的工作環境、人們省思工作的價值、以及尋求東方心靈思想做為管理典範等因素有相關（Giacalone & Jurkiewicz，2004）。過往的許多研究已經提出了職場靈性在組織認同所扮演的重要角色， 本研究主要在探討在現今競爭激烈的客觀環境下，工作職場上壓力相對大的情形下，員工在面對壓力及挫折時，職場靈性、正向與心理調適，如何與個人自我悲憫、自我嚴苛等心理因素產生交互作用，而對組織的認同，增加幸福感。Karakas（2010）對職場靈性的涵義進行整合並提出三點觀點：1.從哲學的觀點切入，聚焦職場靈性提供員工工作的目的與意義。 2. 由人際觀點出發，強調職場靈性給予員工一種互相連結感與同體感。3. 自人力資源的觀點，強調職場靈性提高員工的生活品質與福祉。Karakas認為此三觀點能解釋職場靈性如何能提升組織效能與組織績效。
本研究對臺灣企業、軍公教等單位員工進行問卷，旨在於探討台灣職場員工正念、自我關懷、職場靈性與心理健康之間的關係，共收集320份問卷，有效問卷293份，本研究係採取方便取樣調查法。本研究以7點量表來測量台灣職場員工的正念、自我關懷、職場靈性、常見精神疾病與主觀幸福感。淨相關的分析結果顯示：正念、自我悲憫與常見精神疾病有顯著的淨相關。自我關懷與職場靈性有顯著的淨相關。本研究的分析研究模式係以結構方程式模式（SEM)來進行，研究結果發現：自我關懷與自我評斷對於各項心理適應指標有不同的預測解釋力。自我關懷顯著地預測職場靈性和主觀幸福感；自我評斷顯著地預測常見精神疾病。正念則顯著預測自我關懷與常見精神疾病，而常見精神疾病顯著預測主觀幸福感。建議企業組織能增加職場靈性課程，提升員工調適面對職場的工作挫折。

In recent years, workplace spirituality has gotten more attention ,the main reasons are relative to severely variable work environment nowadays, people reflect on the value of the work, as well as seeking an Eastern spiritual thinking as a management model（Giacalone & Jurkiewicz，2004）。Many studies have discussed the important role of workplace spirituality devoting to organizational identification. Theorists have related spirituality to individual and organizational functioning in prior studies（Chawla & Guda, 2010）. This paper aims to explore the mental interchange of the employees adapting themselves to organizational identification and increase the happiness with workplace spirituality. Spiritual employees may perform better due to increased feelings of motivation and meaning in their work (Garcia-Zamor, 2003). Researchers have supposed that spirituality in an organization encourages a more dedicated, imaginative, moral, content, and efficient workplace that fosters improved organizational performance(Fahey, 2007).
In this study, we distributed questionnaires to 320 employees across a wide range of occupations in Taiwan, including medical, military and police, public and teacher, worker, business, freelance, service industry, and resulted in 293 valid survey questionnaires. The results showed that PSC and NSC for the psychological adaptation indicators have different prediction explanatory power. PSC significantly predicted subjective well-being and workplace spirituality, whereas NSC predicted common mental disorders. Moreover, mindfulness predicted NSC and common mental disorders. Common mental disorders predicted subjective well-being.
Results showed that workplace spirituality and mindfulness were significantly related to psychologically adjustment variables via attitudinal factors toward self. Self-compassion was a crucial attitudinal factor in the workplace. Suggestions for further research are also discussed in this study.

摘 要
Abstract
Table of Content
List of Tables
List of Figures
Chapter One Introduction
1.1 Background and Research Motivation
1.2 Purpose of the Study
1.3 Research Questions
1.4 Significance of the study
Chapter Two Literature Review
2.1 Workplace spirituality
2.2 Organizational Identification
2.3 Consequences of organizational identification
2.4 Organizational identification and organizational commitment
2.5 Workplace Spirituality and Work-Related Attitudes
2.6 Summary of the Literature Review
Chapter Three Methods
3.1 Sample and Procedure
3.2 Measurement
3.2.1 Workplace Spirituality
3.2.2 Organizational Identification
3.2.3 Organizational commitment
3.2.4 Chinese Happiness Inventory(CHI)
3.2.5 Job satisfaction
3.2.6 Intentions to quit
Chapter Four RESULTS
4.1 Demographic Information
4.2 Gender differences in major constructs of this study
4.3 Multiple Regression
4.4 Structural Equation Modeling
4.4.1 Measurement Model Evaluation
4.4.2 Structural Equation Model Evaluation
Chapter Five DISCUSSION
5.1 Summary of the Major Findings
5.2 Contributions of the Study
5.3 Limitations and Suggestions for Future Research
References
APPENDIX

List of Tables
Table 3.1 Summary of demographic data
Table 3.2 Means, Standard Deviations, and Correlations of Key Constructs
Table 4.1 Summary of demographic data
Table 4.2 Gender differences in major constructs in this study
Table 4.3 Beta Weights Obtained in Multiple Regression Analyses Predicting Perceived Usefulness
Table 4.4 Standardized indirect effects and 95% confidence intervals

List of Figures
Figure 1.1 Hypothesized Model
Figure 3.1 A graphic scale of organizational identification
Figure 4.1 Structural Equation Model

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